iso 30414 - hr metrics – approved partner shrm usa, pakistan · 2021. 2. 4. · 44. total...

In an increasingly competitive environment dominated by cost-cutting and tight budget justification, the role of Human Capital is becoming critical to the overall success of the organization. As the economy becoming knowledge intensive, shareholders are realizing that company's true competitive advantage lies in human capital.

Business leaders judge HR strategic contribution through its impact on the organization, which is always measured in financial terms. Numbers are the universal language of business.

Organizational leaders prefer to take decisions on evidence-based data. Shareholders, board members, CEOs, CFOs all measure results.

They are keen to see verifiable connections between human capital investments and organizational outcomes.

C e r t i f i c a t i o n f o r O r g a n i z a t i o n s a n d I n d i v i d u a l s

ISO 30414Guidelines for internal and external human capital reporting

© 2020 HR Metrics. All Rights Reserved.

I S O 3 0 4 1 4

5 8 H u m a n C a p i t a l M e t r i c s

Compliance & Ethics

Skills & Capability

Productivity

1. Number & type of grievance filed2. Number & type of concluded disciplinary action3. % of employees who have completed training on compliance & ethics4. Disputes referred to external parties5. Number, type & source of external audit findings & actions arising from these

27. EBIT /revenue/turnover/profit per employee28. Human capital RoI

Recruitment, Mobility & Turnover

Costs6. Total workforce costs7. External workforce costs8. Ratio of the average salary & remuneration9. Total costs of employment10. Cost per hire11. Recruitment costs12. Turnover costs

Diversity 13. Diversity of leadership teamWorkforce diversity with respect to:

14. Age15. Gender16. Disability17. Other indicators of diversity

Leadership 18. Leadership trust19. Span of control20. Leadership development

Organizational Culture21. Engagement/satisfaction/commitment22. Retention rate

Organizational health, safety and well-being23. Lost time for injury24. Number of occupational accidents25. Number of people killed during work26. Percentage of employees who participated in training

29. Number of qualified candidates per position30. Quality per hireAverage length of:

31. time to fill vacant positions32. time to fill vacant critical business positions

33. Transition and future workforce capabilities assessment (talent pool)

34. % of positions filled internally35. % of critical business positions filled internally36. % of critical business positions37. % of vacant critical business positions in relation

to all vacant positions33. Internal mobility rate34. Employee bench strength35. Turnover rate36. Voluntary turnover rate (without retirement)37. Voluntary critical turnover rate38. Exit/turnover reasons/leaving employment by reason

44. Total developing and training costsLearning & development :

45. % of employees who participate in training compared with total number of employees per year

46. Average formalized training hours per employee47. % of employees who participated in formalized

trainings in different categories48. Workforce competency rate

Succession Planning49. Succession effectiveness rate50. Successor coverage rateSuccession readiness rate:

51. succession depth rate: ready now52. succession depth rate: ready in 1–3 years53. succession depth rate: ready in 4–5 years

Workforce Availability

54. Number of employees55. Full-time equivalents (FTE)Contingent Workforce:

56. Independent contractors57. Temporary workers

58. Absenteeism

WHAT IS I SO 30414 ?© 2020 HR Metrics. All Rights Reserved.

C O M P L I A N C E

C O M P E T I V E

A D V A N T A G E

T R U S T

S Y N E R G Y

P R O D U C T I V I T Y

F U N D I N G

R I S K

You can only effectively manage what you can measure and

compare. This standard is almost the only standard that

considers three associated elements of risk, namely

employee life-cycle risks, compliance risks and workforce

planning risks.

R I S K M A N A G E M E N T

ISO 30414 sets the framework for consistent measurement

and comparison, leading to significant potential for

Productivity improvements.

P RO D U C T I V I T Y

Human capital is important for an organization’s long-term

performance and competitive advantage. Global research

shows that companies which excel at people analytics are

3.1 times more likely to outperform their peers financially.

C O M P E T I T I V E A D VA N TA G E

This standard focuses on the cross-organizational

measurement of the cumulative knowledge, skills and

abilities of an organization’s people, bringing together

multiple functions such as Legal, Communications, IT, HR,

HSE, Investor Relations and Finance. The standard enhances

the HR function, creating accountability and further

positioning of HR as a key influencer.

C RO S S - O R G A N I Z AT I O N A L

By being compliant to the ISO 30414 standard,

organizations can further position themselves in the

context of Sustainability / Environmental Social Governance

(ESG) and would comply with the recent SEC final ruling

on human capital reporting for US companies who must

now disclose Human Capital factors to potential investors.

C O M P L I A N C E

Capital Markets and Investors are very interested in

workforce activities. ISO 30414 gives shareholders and

investors - including the rapidly expanding number of

socially responsible funds, a huge growth area in capital

markets worldwide – a clear line of sight between people

practices, people risk and the company’s profitability,

easing access to funding.

C A P I TA L M A R K E T V I E W

An organization is only as good as its people. Shouldn’t

such asset information be disclosed to key stakeholders?

ISO 30414 delivers a greater level of transparency for all

their stakeholders, be that employees, investors,

regulators, consumers, talent, or host communities. Such

actions generates high levels of trust and confidence that a

business truly values the intrinsic worth of people and

their contribution to organizational success.

T R U S T & T R A N S PA R E N C Y

BENEFITS to organ izat ions?



Benefits to HR

Harmonize disparate practices.

Transparency and objectivity of HR practices

Employers’ expectations would be better understood.

Smooth talent flow.

Economies of scale

HR data transactions among diverse software applications.

Reduce paper documentation, and reduce carbon footprints

Reduce investigations and other regulatory responsibilities

Improve employee morale, lower labour turnover, decrease accidents

Enhance product quality and foster greater consumer and investor confidence.

Reduced cost of products and services, benefiting consumer.

Boost local economy through international market access.

Enhanced credibility of HR profession.


Current HRM Standards

I S O / T S 3 0 4 1 0 : 2 0 1 8

HRM - Impact of Hire Metric

2 0 2 0

2 0 1 8

2 0 1 7

2 0 1 6

I S O / T S 3 0 4 1 1 : 2 0 1 8

HRM – Quality of Hire Metric

I S O / T S 3 0 4 1 4 : 2 0 1 8

HRM – Guidelines for Internal & External Human Capital Reporting

I S O T S 2 4 1 7 9 : 2 0 2 0

HRM - Occupational Health and Safety Metrics

I S O / T S 3 0 4 0 1 : 2 0 1 8

HRM – Knowledge Management SystemsI S O / T S 3 0 4 0 6 : 2 0 1 7

HRM – Sustainable Employability Management for Organizations

I S O / T S 3 0 4 0 0 : 2 0 1 6

HRM – Vocabulary

I S O / T S 3 0 4 0 7 : 2 0 1 7

HRM – Cost-Per-Hire

I S O / T S 3 0 4 0 5 : 2 0 1 6

HRM – Guidelines on Recruitment

I S O / T S 3 0 4 0 8 : 2 0 1 6

HRM – Guidelines on Human Governance

I S O / T S 3 0 4 0 9 : 2 0 1 6

HRM – Workforce Planning


ISO STANDARDS MEETINGS HOST COUNTRIES


WORLD STANDARDS DAY PAKISTAN


CERTIFICATION PROGRAM-PUBLIC


Eligibility

Master Degree: 7 Years

Bachelor Degree: 5 Years

Early Bird: 28 Feb: $ 1800

Regular Fee: 31 Mar: $2000

12 Hours Online Training

30 Apr, 3, 5, 7, 10, 12, 14 May 2021

7-9 PM GMT +5.00

• Lead Practitioner Certification contains learning, exercises, knowledge and judgment test on metrics and insights• Lead Auditor/Consultant Certification contains above plus a case study based mock or actual audit and report submission.

CERTIFICATION PROGRAM-COACHING


Eligibility

Master Degree: 7 Years

Bachelor Degree: 5 Years

Fee: $ 2500 per person6 Hours Online Coaching

Time and date with mutual consent of client

• Lead Practitioner Certification contains learning, exercises, knowledge and judgment test on metrics and insights• Lead Auditor/Consultant Certification contains above plus a case study based mock or actual audit and report submission.

HR Metrics will purchase copy of ISO 30414 from ISO and provide

Soft copy of Training Manual

Virtual Lectures and Discussion

PDCs for SHRM Recertification

Certificate of Accomplishment to those passing with 70% or above

Certificate of Participation to others

LEARNING PACK CONTENTS

OUR ALUMNI


Shunsuke Hosaka, Division Director, Dream Incubator Inc.

Kohei Sugawara, Business Producer, Dream Incubator Inc.

Takashi Iwamoto, Contractor, Dream Incubator Inc.

Noriaki Kagawa, Contractor, Dream Incubator Inc.

Dr. Sitwat Husain-Group Head HR Habib Bank AG Zurich

Jehanzeb Khan, GM HR Byco Petroleum Pakistan

Nadia Akbar Huda, SHRM-SCP, People Director CBRE-Global Workplace Solutions

Mohsin Nishat, Head of Compliance & Ethics Telenor Pakistan

Tipu Zaheer, SHRM-SCP, Head of Compensation & Benefits ENGIE UAE

Syed Sajid Raza, Director HR, Hotel Ramada Plaza Karachi

Karl Craven, EMEM, SHRM-SCP, Founder & Director HR Consulting Spiral HR Limited UK

Farooq Bilal SHRM-CP, Deputy Director HR Defence Housing Society Karachi

Oliver Kothrade, HR Director, Panasonic Appliances Europe, Germany

OUR ALUMNI


Dr. Romana Azaz, HR Business Partner, Bayer Pakistan (Pvt) Ltd

Muhammad Bilal, CHRP, Head of HR Operations, Bayer Pakistan (Pvt) Ltd

Saqlain Sher SHRM-SCP, SPHRi, Senior Manager HRBP PTCL

Junal Maria D’cruz, HR Business Partner, Bayer Pakistan (Pvt) Ltd

Shahina Hussaini, Senior Manager HR Policies and Governance at HBLPakistan

Sadia Jehanzeb Former Senior Manager HR, Habib University

Usman Shabbir, SHRM-CP, Assistant Manager Corporate Administration at PTCL

Sikander Rathore, Business Partner Transformation Segment, Bayer Pakistan (Pvt) Ltd

Sana Rehman, Deputy Manager (Recruitment & Training) in Pak Suzuki Motor Company Limited

Waqas Waseem, Team Lead HR, Pak-Qatar Family Takaful Limited, Pakistan

Muhkam Wali Khan,SHRM-SCP, Head HR, Aga Khan Agency of Habitat

Adnan Saeed, Head of Training & OD, FerozsonsLaboratories Ltd.

Z A H I D M U B A R I KS H R M - S C P, S P H R i , G P H R

C H I E F C O N S U LTA N T

Zahid Mubarik is the CEO of HR Metrics and SHRM Partner in Pakistan. He is a globalexpert in human capital measurement metrics/analytics. Zahid is the only HR Leaderfrom Asia to become member ISO Technical Committee 260 which comprised ofexperts from 11 countries including USA, UK, Pakistan, France, Germany, Sweden,Switzerland, Austria, Norway, Netherlands and Portugal for developing global HRstandards. Zahid actively participated in HR standards meetings at Washington,London, Melbourne, Rotterdam, Paris, Singapore, Bali and Milan.

As a recognition of his contribution, he was elected as Global Convener of ISO HRMetrics Standards Working Group. During his leadership, ISO published two globalHR standards specifications including Quality of Hire and Impact of Hire.

He has the honour of being distinguished speaker in international HRconferences/seminars at Las Vegas, Beijing, Moscow, Baku, Hanoi and Dubai.

Zahid introduced SHRM Competency based HR Certification in Pakistan. Zahid is amember Board of Directors, The Centre for Global Inclusion USA. He introducedGlobal Diversity & Inclusion Benchmarks Standards in Pakistan. He is the Chief EditorHR Magazine Human Capital Tomorrow.


K A R L C R A V E NP R I N C I PA L C O N S U LTA N T

Karl is the Founder and HR Director of Spiral HR Limited UK with an internationallyfocused HR. Karl has spent two-thirds of his career residing in expatriate HR rolesoften with a wider geographical region responsibility. A capable HR leader, easy towork with, a generalist with a strong international focus and a very solidremuneration foundation.

Working primarily within the natural resources sector but also in chemicals, security,media and construction industries. Strongly believing in continuous developmentand holds his Executive Masters program with 3 different premier managementschools in Norway and France.

An active member of many HR professional charters who recently obtained theSenior Certified Professional qualification with the Society of HRM (SCP-SHRM) andLead Auditor ISO 30414 Certification with HR Metrics.

Karl's passion is to transfer best practices to HR service delivery and to bringtransparency to otherwise complex processes. Culturally astute, innovative and heapproaches HR from a win-win perspective first.


Part of our wider offering on 30414

I S O 3 0 4 1 4Diagnostic Audit

01

I S O 3 0 4 1 4Professional Training

and Certification

02

I S O 3 0 4 1 4Organizational

Certification

03

I S O 3 0 4 1 4Technology Solutions

04


P R E - A U D I T

Gap Analysis is undertaken to determine the

current state preparedness with respects to the

ISO standard. Reviewing reporting responsibility,

data availability, data quality, integrity of supply

and ownership as well as clarifying open

questions around the preferred route to

certification, timelines and budget.

T R A I N I N G K E Y

S T A K E H O L D E R S

Training on the main standard for

Finance, Legal, HR, IT, Investor Relations

and other end users and ongoing updates

on future released Technical

Specifications.

We are experts in the area of HR Management and can assist

in the development of HR solutions to support ISO 30414

certification, such as:

• Succession Planning

• Employee Surveys

• Competency Management

• HRIS solutions

• Training & Development

C E R T I F I C A T I O N A U D I T

The goal of the audit is to evaluate your Human Capital Reporting based on the

ISO 30414 standard.

Small to Medium organisations will need to report on 32 metrics

Large organisations will need to report on 58 metrics

A certification body, also referred to as a “registrar”, performs an audit to

assess compliance with the standard and the organization’s declared

management system. Upon a successful audit, the organization is granted a

certificate of compliance from the trusted third-party registrar.

P R E D I C I T I V E

A N A L Y T I C S (if required)

Providing a range of software solutions to host

your ISO 30414 metrics data and providing

advanced business analytics for human

resource management that drives competitive

advantage through higher workforce

productivity, smarter workforce spending and

better talent management.

E X T E R N A L

R E P O R T (if required)

Whether you need simple metrics summary

inclusion in annual reports or more detailed

human capital report, we have the experience and

resources to help report your people information

externally. R E - C E R T I F I C A T I O N

A U D I T (3 years on)

The recertification audit is conducted to evaluate the

fulfilment of the requirements of the certification.

Re-certification must take place within six (6) months

following the expiration of certification.

The effective date on the new certification is on or after

the recertification decision by Technical Reviewer and

the expiry date is based on prior certification cycle.

S U R V E I L L A N C E A U D I T (annually)

Onsite or remote surveillance audits at planned intervals to maintain the confidence that the certified management system

continues to fulfil the certification requirements. The first surveillance audit is conducted within twelve (12) months from the

date of the certification decision. Surveillance audits are not necessarily full system audits; thus surveillance audits are generally

one-third of the time as the initial audit. There are a total of two Surveillance audits prior to the Recertification Audit.

ORGANIZATIONAL CERTIFICATION

P R E P A R A T I O N F O R

C E R T I F I C A T I O N (if applicable)

© 2020 HR Metrics. All Rights Reserved. © 2020 HR Metrics. All Rights Reserved.

H C MA n a l y t i c s

HR Metrics provides evidence-based data, analytics framework to align

workforce performance with organization’s performance. We are

delivery partner of Competitive Solutions Inc “CSI” USA in Pakistan

for providing “Result Based KPI Scorecard” to aid leaders in strategic

performance planning and management.

S H R MC e r t i f i c a t i o n

HR Metrics is SHRM International Partner for SHRM-CP and SHRM-

SCP certification programs in Pakistan. SHRM is the foremost expert, convener and thought

leader on issues impacting today’s evolving workplaces.

About HR MetricsHR Metrics is pioneer in Asia for introducing evidence based analytical frameworks for workforce management to leverage employees’ performance and organization productivity in verifiable measurable terms. Company has expertise in 4 areas including HR Standards, Analytics, Diversity & Inclusion, and Competency based SHRM Certification.

D i v e r s i t yH u b

Diversity Hub’s mission is to help organizations become sustainable

through inclusive cultural and behavioural change. Diversity Hub

facilitates organizations in using GDIB standards and conducts

annual GDIB awards.

H U M A N C A P I T A LS T A N D A R D SHR Metrics is actively working to promote, train and certify people

and organisations in the International Standards

Organisation (ISO) range of voluntary guidelines for Human

Resource Management


[email protected](+92) 331-5684648

THANK YOUW E W E L C O M E Y O U R E N Q U I R I E S

Information correct as of 21 Nov 2020. The materials and information included in the webinarare provided for reference purposes only. They are not intended either as a substitute forprofessional advice or judgment or to provide legal or other advice with respect to particularcircumstances.

Intellectual Property Rights comprised in or relating to all HR Metrics Core Product(s), LicensedMaterial, and Derived Material and all compilations thereof and in documentation supplied byHR Metrics are and shall remain the sole property of HR Metrics or (as applicable) their third-party licensor .


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iso 30414 - hr metrics – approved partner shrm usa, pakistan · 2021. 2. 4. · 44. total...

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